In addition to the general principles of good labour relations practice, dismissals, reductions and severance payments are governed by the provisions of the Reduction and Severance Pay Act. The provisions of this Act apply only to employees who meet the legal definition of "employee" under the Industrial Relations Act and who have completed at least one (1) year of service. Employment contracts are governed by the principle of contract law according to which a contract cannot be modified without the consent of the opposing party. Therefore, caution should be exercised when drafting all employment contracts. In addition, appropriate procedures should be followed when it becomes necessary to renegotiate any aspect of the employment relationship. In addition to the employment contract, certain terms and conditions of employment and/or obligations and rights of the employer and employee may also be required by statute or implied under common law, including those relating to, for example, minimum wage, severance reductions and severances, maternity leave, and health and safety. In addition to its political stability, strategic location and significant natural resources (especially natural gas), Trinidad and Tobago is attractive to foreign investors because of its skilled and productive workforce. The population is educated and has a high level of literacy. As the most industrialized Caribbean nation, Trinidad and Tobago has an experienced workforce in various activities, including all aspects of the oil, gas and petrochemical industries. An arbitral award or a decision of the Labour Court may be challenged only on the grounds that the Labour Court did not exercise its jurisdiction or exceeded its jurisdiction, that the order was obtained fraudulently, that it was vitiated by an error of law or that there was a specific illegality in the course of the proceedings. The Labour Court`s finding that an employee was dismissed in circumstances that were not in accordance with the principles of good labour relations practice is not subject to appeal. If the court finds that an employee was wrongly dismissed, it may award the employee reinstatement and/or financial damages, including damages and punitive damages.

The Labour Court has the power to make an award which it considers fair and just, having regard to the interests of the persons directly concerned and the community as a whole, the merits of the case before it and the principles of good labour relations practice. The Act also provides for mandatory mediation of labour disputes between an employer and its employees concerning the dismissal, employment, non-employment, suspension, refusal of employment, reinstatement or reinstatement of such workers and includes disputes relating to conditions of employment. According to the law, a labour dispute can only be initiated by (i) the employer, (ii) the majority recognized union for the collective bargaining unit to which the employee belongs, or (iii) if there is no recognized majority union, a union in which the employee(s) involved in the dispute are honourable members. For employees who do not belong to a trade union or for matters that do not fall within the jurisdiction of the Labour Court, disputes are usually settled amicably or by a traditional action for termination of the employment contract. The Labour Court established under the Industrial Relations Act has jurisdiction to hear and resolve "commercial disputes" between an employer and its employees, including disputes relating to the dismissal of employees, through compulsory arbitration. The Court shall exercise its jurisdiction in accordance with the principles of fairness, good conscience and good practice in industrial relations. However, this specialised court does not replace the traditional jurisdiction of the High Court for actions for breach of contract of employment or unfair dismissal. Ideally, employment contracts should be in writing, but there is no general rule to that effect. In practice, they are often done partly orally, partly in writing. Often, the basic terms and conditions of employment are set out in a letter of appointment, which usually includes a job description or an indication of the duties required, as well as a general provision that the employee must perform all other necessary duties.

If workers are represented by a recognised majority trade union, the terms of a collective agreement between the employer and the union may also govern the employment relationship. In addition to this general customary legal obligation, the Occupational Safety and Health Act (OSHA) establishes a legal framework for occupational health and safety. The scope of the law goes beyond traditional industrial operations to include stores, offices and other workplaces. The employer has a general customary duty to take reasonable care of the safety of its employees during the period of their employment, including the obligation to provide competent personnel, appropriate facilities and equipment, a safe workplace and a safe work system. Compliance with these regulations is critical because, in addition to certain criminal penalties, OSHA gives workers the right to refuse work if there is a danger to safety or health. Health, safety, health and safety, occupational health and safety Under the Workers` Compensation Act, an employer is required to pay compensation for injury or death to an employee as a result of a workplace injury. The value of this benefit is calculated according to a prescribed formula and depends in part on a medical assessment of the worker`s permanent partial disability. In the event of death or serious and permanent incapacity, the employer remains liable, even if the accident may have been caused by serious and intentional misconduct on the part of the employee. The amounts payable for workers` compensation are relatively modest. However, paying workers` compensation to an employee does not preclude the employee from bringing any other action he or she may have against the employer (for example, negligence).

However, in determining the compensation due to the worker, the Court takes into account the amount paid to him as workers` compensation. The Act prohibits discrimination on the basis of "status," which includes: (i) sex (but not sexual preference or orientation), (ii) race, (iii) ethnic origin, (iv) origin, including geographic origin, (v) religion, (vi) marital status, (vii) disability (including mental or mental illness or disorder). Age is not a category protected by law. Discrimination occurs when an employer treats an employee or potential employee less. However, the regulation does not apply to employees who receive an hourly rate of at least 1.5 times the minimum wage. Explanatory memorandum - Nationality, Immigration and Asylum Act 2018 Contributions are calculated on the basis of a formula set out in the Social Security Act. Essentially, the legislation sets out several "categories of earnings," each of which involves "assumed average weekly earnings." Earnings include more than salary or base salary, but include acting allowances, overtime, scholarships, allowances, commissions, production or efficiency bonuses, on-call service payments, hazard or dirt allowances, and dependents` allowances. The contribution payable for an individual employee is based on the assumed average weekly earnings of the class to which the individual employee belongs and a statutory rate adjusted from time to time. Effective September 2016, the legislated rate was increased to 13.2% of insurable earnings. Although these conditions are prima facie void because they are contrary to public policy, they may be enforceable if they are proportionate both between the parties and in the public interest. A restriction that purportedly takes effect after the termination of the employment relationship is not appropriate unless it protects certain legally recognized property interests of the employer. Even where those recognised interests are concerned, the restriction imposed on the employee must not exceed what is reasonably necessary to protect that interest, failing which they shall be null and void.

The terms of the employment contract should be carefully considered, as they clarify many important issues, such as the notice period required for dismissal and the conditions that the employer deems necessary to protect its intellectual property rights and trade secrets. Where appropriate, the contract may contain restrictive agreements prohibiting a former employee from setting up a competing business or working for a competitor in a given territory for a certain period of time. MOTOR VEHICLES AND ROAD TRAFFIC ACT (ENFORCEMENT AND ADMINISTRATION) CHAPTER 48:52 Current authorized pages Authorized safety: This includes regulations on the supply of clothing and protective devices, dust and smoke suppression, and machinery protection; The Equality Act generally prohibits employers from discriminating against employees or prospective employees on the basis of their gender, race, ethnicity, geographical origin, religion, marital status or disability.

Women`s Legal Service Hobart Tas

Calling our 1800 number is free from landlines and most mobile phones (some phone companies charge a fee to call 1800 numbers, so please check before dialing). You can call 1800 service from anywhere in Tasmania and the call will not appear on your phone bill. Women`s Legal Service Tasmania is recruiting an experienced social worker (at least three years of experience) to work with its team of lawyers, administration and related services to support women who turn to WLST for support in their integrated practice A strong voice for women in legal law and policy development Provide easy-to-understand legal information publications Women of North East Tasmania can contact the service via a special telephone line. and are able to make one-on-one appointments with one of the lawyers, who travels from Hobart to work in the Launceston office two days a week. Women`s Legal Service Tasmania is a municipal legal service funded by the Commonwealth Attorney General`s Department and operates a free, national service with offices in Hobart, Burnie and Launceston. Our Hobart office can be contacted on 03 6231 9466 for all administrative and service requests. For legal advice or assistance, you can contact the Women`s Legal Service via the helpline or call the Burnie office directly if you are in North West Tasmania or our office in Launceston in the North East. For any further information or requests, please call our Hobart office. The Women`s Legal Service provides confidential and free legal advice and referrals to women in all legal matters, including, from its Hobart office, Women`s Legal Service Tasmania provides confidential and free legal advice and referrals to women across Tasmania via our telephone advice line. Legal staff are able to provide advice and referrals in all legal matters, including: If you are in North Tasmania and are or have experienced domestic violence and would like legal advice, information or references, you can call our Launceston office directly on 03 6349 1943 or call our office on the ground floor. 63-65 Cameron Street, Launceston. Additional funding for community legal aid to Tasmanians through the election campaign and women`s budget statement […] The Burnie office provides legal information, advice, and assistance in all legal matters to clients in the northwestern part of the state who are or have been victims of domestic violence. Our telephone advice line is the first point of contact for all legal advice and support.

In addition to telephone advice, Women`s Legal Service Tasmania is sometimes able to provide cases to clients across Tasmania who need representation in their legal matters. Women`s Legal Service Tasmania provides a free and confidential national service for women with offices in Hobart, Burnie and Launceston. We operate a national helpline and specialist domestic violence units in Burnie and Launceston, particularly for women in North West and North Tasmania who are experiencing or have experienced domestic violence. The National Relay Service (NRS) is an Australian telephone service for people with hearing or speech difficulties. NRS can help you contact the Women`s Legal Service Tasmania, stay in touch and get things done. The Women`s Legal Service is headed and staffed with women who are sensitive to the diverse needs of women and groups in the Tasmanian community. Appointments can be made and a toll-free helpline is available for more information and SNR contact details on the National Relay Service information page. Women`s Legal Service Tasmania and Engender Equality are facing funding gaps or funding cuts without increased government investment. This […] The presence of the Women`s Legal Service Tasmania in Launceston was funded by the Tasmanian State Government for 2016-2017 to advise and support women in the north-east of the state who are experiencing or have experienced domestic violence. Line 1800 runs between 10:00 and 16:00 on weekdays.

Outside of these hours, you can leave a message with your name and number, and we will call you back (please indicate if it is safe for us to leave a message on your voicemail). Position: Social Worker Organization: Women`s Legal Service Tasmania (WLST) Location: Hobart TAS Deadline: 17:00 Wednesday 15/06/22 How to apply: Application with selection criteria by email to [email protected] Contact person: Camille Demeyer, 03 62319466, [email protected] Mail for Women`s Legal Service Tasmania can be sent to PO Box 707, North Hobart, 7002. Supporting women and children in Tasmania for over 20 years The Burnie office has been operational since April 2016 following the selection of Women`s Legal Service Tasmania to open a specialised domestic violence unit in North West Tasmania as part of the Australian Government`s response to the increase in domestic violence in our communities. You can make a call or receive a call by visiting the NFS website here. If you initiate a call via the NRS, a relay agent will first answer your call and then contact us on your behalf by calling our administrative number 0362 31 9466. If you can`t hear, the relay agent can listen to our response and type it so you can read it. All calls made through the NFS are confidential and relay officers must respect your privacy.

Comments are closed.
Informació Personalitzada INFO
Per a una informació més personalitzada poseu-vos en contacte amb la direcció del centre.